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    4 Ways to Use Today’s Global Mobility Trends to Recruit Top Talent 

    Are you searching far and wide for new talent? Is that search feeling farther and farther afield? There is roughly a one in four chance (27%) that your company is struggling to find qualified employees locally or feels that the Great Resignation significantly impacted relocations in 2022. This comes despite relocation volumes and budgets increasing by 7% from 2021 to 2022 and is expected to increase in 2023 for 58% of companies of various sizes across industries.
    As pressures from the pandemic continue to ease, employees considering relocations also have evolving needs. Below are a few ways organizations can keep up with them:
    Continuously review benefits.
    When was the last time your organization conducted an in-depth review of its benefits? If it was a year ago or more, it is time to review them again. Simply put, organizations must continuously review their job offerings and relocation benefits to ensure they remain competitive and attractive in a dramatically changing environment.
    According to Gartner, just 32% of workers feel that they are being paid fairly due to inflation and recession concerns. Further, Jobvite shares that 52% of American workers across industries believe they could simply make more money by switching jobs. If the grass looks greener everywhere an employee looks, your organization must be equally appealing. Important questions to ask during your benefits review include:

    Does your organization’s compensation meet cost-of-living demands where you are located?
    How do relocation benefits impact general workplace benefits?
    What are our competitors in the region touting?
    Do you have a trusted House-hold Goods Moving provider that can support you and your potential new hire with the relocation process itself?

    Prioritize balance.
    There is far more an employee must consider today when weighing a relocation opportunity than in the past. Develop workplace management policies that take remote work, work/life balance, voluntary relocation, and flexibility into consideration. While many employers want to see their employees back in the office, in January 2023, almost 30% of all work happened at home. This is six times greater than the remote work rate in 2019. How and where we work has changed.
    How does your organization accommodate working from home, and what does that mean for relocating talent? You must have an answer to this question because even if an employee is willing to relocate, it does not necessarily mean they only want to work in the office. What flexibility options are you offering to entice in-office work with the desire to relocate your employee to your headquarters’ hometown?
    Consider family.
    For many families in the U.S., remaining close to home is both practical and personal. Data from the Pew Research Center shows that about three in 10 U.S. citizens live within an hour’s drive of some or all extended family. More adults today are also living in multigenerational households than ever before. One in five adults now lives with parents or grandparents – a rate that has quadrupled since 1971.
    This closeness to family is a preference and value for social and economic benefits, as family members are often available to help working parents, especially in sharing home labor such as childcare. Ensuring your organization’s relocation policies include resources to support the relocation of spouses, children, and residences is vital for prospective employees considering moving away from extended family.
    Offer guidance.
    Moving to a new city or state can be intimidating. New residents want to know where the best schools are located, where the best restaurants are, and what the best commute to take is. These are just a few of the barriers holding back prospective residents without someone on the ground to guide them.
    Workplaces that offer robust resources or partners to help guide employees through the relocation process can help. This can be a go-to individual who can share insider information on the most popular suburbs and best nightlife – complete with parking tips – or it can be through lump sums or flexible policies that allow employees to spend time seeking these answers on their own. Allowing time to tour houses while also paying for temporary housing can make a difference in an employee’s willingness to relocate and their happiness once they do.
    The war for talent is in full swing. When many companies are touting remote-first work policies, enticing new employees to physically relocate to a new city, state, or country can be difficult. Of all the stressors related to starting a new job or relocating to a new area, moving there should be the easiest part.
    Mary Beth Johnson is Vice President of Business Development for Atlas Van Lines. 
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    5 Tips for Managers to Maximize Interviews and Secure the Best Talent 

    Businesses are currently battling a candidate-driven jobs market when searching for talent. There are more jobs than job seekers, so it’s more important than ever for managers and HR professionals to ensure they’re maximizing interviews to secure the best talent.  And with unemployment rates lowering to 3.7% in Q1 2022, the lowest rate since 1974, but a recession on the horizon now, is the time for businesses to ensure they’re streamlining their hiring processes to ensure they secure the best talent going into unfavorable economic conditions. Below, we outline five top tips for businesses to make the most out of the hiring process.
    1. Don’t get stuck on the must-haves
    It is highly unlikely jobseekers will have every skill and level of experience desired for a job role, so it’s important to remain flexible when reviewing candidates. Having two different lists of candidate requirements on the job advert, one for ‘essential skills’ and another for ‘desirable skills’, ensures the best talent isn’t intimidated out of applying due to a lengthy job requirement list where they may not meet every criterion. It’s important to remember although a professional may not have the level of experience desired, their key skills may be useful within their role and will allow them to be trained to the level required – so keep an open mind.
    2. Take time to prepare
    As much as the candidate needs to prepare for an interview, it’s also important when hiring to go into the conversation with all the facts. Ensure before the interview you have reviewed the candidate’s CV and any other documentation they may have provided to get a well-rounded view of their experience before you meet them in person. It’s also a good idea to look at their LinkedIn profile to see if they have been active in any recent discussions that you may wish to bring up in the interview. This will allow you to really get a feel for their personality and how they will integrate into the culture of your business.
    3. Plan out the interview
    It’s a good idea to plan questions prior to the interview. This ensures the right questions are being asked, allowing you to find out everything essential you need to know about the candidate. To make things fair, it’s important you use the same questions for each person you interview.
    Additionally, planning the interview in advance will help get the information you need quickly, saving time and resources, and reducing the need for second interviews and follow-up calls. Being as efficient as possible and cutting out unnecessary stages in the recruitment process can be a make or break when securing talent in the current market. It’s also important to factor in a relevant task that a professional may be required to complete to ensure the interview process gets a well-rounded view of the candidate and their suitability for the role – this may need to be done at a second interview, and similarly to the questions, to keep things fair the same task should be given to all candidates. Also, think about your interview panel – having a diverse panel can help to ensure you are limiting unconscious biases from the process.
    4. Allow time for questions
    Once you’ve asked all the questions you want to be answered, it may feel as though the interview is now complete. However, not allowing the interviewee to ask questions can mean essential pieces of information slip through the cracks. Not only will the questions asked by the interviewee give you a feel for their level of interest in the role and business, but it will also allow you to gain an understanding from the candidate’s point of view, meaning you can streamline your hiring process by providing the correct information and asking the right questions in the future.
    5. Don’t hang around
    Because of the candidate-driven market, it’s important to act quickly if you are interested in a candidate! While you need to take the time and consider if someone is the best match for your business, as the market is moving so quickly, talent is being snapped up fast, so consider if there are ways your hiring process can be streamlined to reduce the time taken to offer a job. If you’re taking the time to discuss a potential hire with every member of your team, the candidate may have already taken another offer, so always communicate your interest in a timely fashion. This could involve setting a transparent timeframe that you will give the candidate feedback, as this may make them more likely to wait before accepting another offer.
    By Claire Harvey, Managing Director of UK Network, Reed.
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    It’s Time to Ditch Traditional Recruiting and Embrace On-demand Talent

    The record number of vacancies across the country is no secret. The war for talent is creating a difficult hiring environment for organizations across all industries. This has prompted a self-fulfilling prophecy, and in turn a key challenge for all businesses – the power has well and truly been put into the hands of workers (of all kinds).
    The ‘great resignation’ is the result of individuals realizing they can have more control and autonomy over their careers based on their experiences during the pandemic. As a result, most have more demands from prospective employers than ever before.
    Those sourcing workers with digital skills in particular are experiencing some of the starkest shortages. So, if businesses don’t look to overcome them soon and find the talent they need, they’re at significant risk of having to put their digital transformation strategies, which are crucial for their future, on hold.
    Priorities are changing
    A lot of digital transformation has taken place over the past 18 months, but digitizing is an ongoing process with no end game. In fact, most businesses are still playing catch up as they look to overcome the challenges created by the pandemic as many weathered the storm by adopting a reactive business continuity approach to digital development rather than taking a more strategic view on the opportunity. This is in addition to the challenges brought on by Brexit and the subsequent supply chain struggles. However, digital transformation cannot go ahead without the right people driving it.
    This increased demand for a specific set of skilled workers is having a big impact on the way businesses are looking to attract them. Some have turned to increases in salary, for example, but research shows that’s not enough – employees now increasingly value flexibility on par with, if not more than, their salaries, having appreciated the work-life balance afforded to them during national lockdowns.
    With so many businesses hiring from the same pool, organizations might need to think outside the box to get the people they need to drive their futures. After all, this landscape means it is becoming more time-consuming and expensive to recruit in the traditional way.
    Breaking the habits of a lifetime
    Especially when recruiting for digital roles, organizations are usually looking for highly specialized skills, and at short notice. Often these skills are needed for specific and individual projects, which can put HR teams under pressure to fill the gaps quickly. However, the sourcing of permanent, full-time employees typically remains the end goal, for which the traditional recruitment process is too cumbersome, expensive, and limited.
    Instead, when recruiting to make up the personnel shortfall needed to deliver these projects, businesses must embrace more flexible methods beyond the standard recruitment of full-time employees. Away from the world of fixed notice periods and poor scalability, doing so can provide faster access to quality talent that businesses might not have had the pulling power to hire permanently.
    For example, freelancers are playing an increasingly important role in plugging the skills gap faced by businesses. It’s becoming a more attractive career option for many, as individuals realize they can take back control of their own time and prospects. Many furloughed workers who have turned to self-employment simply haven’t gone back. Thankfully, embracing this more flexible talent pool is an important and efficient way of making the recruitment function – and therefore the company’s workflows – more agile.
    Businesses should remember that embracing a more flexible and elastic workforce must be matched by a more flexible way of working. To truly take advantage of the sharing economy for skilled labor, they must have a global mindset, rather than falling into the trap of settling for local candidates, something now possible with most knowledge workers based remotely. After all, the benefits of a flexible and elastic workforce will be largely redundant if the search for said skilled workers is restricted to a comfortable commuting distance.
    It’s time for change
    It’s hard to believe that so many businesses are putting potentially revenue-generating projects on hold because of hiring struggles. The incumbent recruitment strategy feels even more outdated when you consider that many of the skills they need today might be different tomorrow. However, working with skilled freelancers – or building an elastic team– to complement full-time staff, means businesses can use as much or as little resource as they like and scale and recompose depending on demand.
    This doesn’t put recruiters out of a job. Like all industries, it simply demonstrates a need to evolve. As we look to 2022, businesses will need to adopt more flexible approaches to recruitment and talent management. This doesn’t mean simply putting better ‘perks’ in a place like hybrid working – arguably the bare minimum for today’s workforce – but shifting to a new flexible, elastic model that can respond to how the hiring and recruitment landscape is changing.
    By Callum Adamson, Co-Founder & CEO, Distributed.
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